Uncategorized Archives - Lamboley Executive Search
Lamboley Executive Search est un cabinet de chasseur de têtes spécialisé dans le recrutement par approche directe à Luxembourg. Contactez-moi pour vos besoins en headhunting !
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demission

Signs your best employee is about to resign

Temps de lecture 3 minutes

In 2018, six out of ten executives planned to resign. Despite speculation by managers, we know very little about whether certain cues or signs exhibited by employees can predict whether they’re about to resign. To help managers and companies identify employees at risk of quitting, we’re investigating and uncovering a set of behavioral changes exhibited by employees that are strong predictors of voluntary quits.

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courage managerial

Express Your Managerial Courage

Temps de lecture 3 minutes

By dodging the question of power and authority in management, yes-(wo)man managers are ruining the workplace. Is leadership not a matter of breaking free from a herd thinking and standing up for a project when it is necessary? It takes courage to be a manager. So, don’t go for a yes-(wo)man approach, put your management to the test, express your managerial courage… Be a manager!

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personal branding

Why your Personal Brand matters to Headhunters

Temps de lecture 3 minutes

Everyone has a personal brand. Personal branding is not perfecting or cultivating an unrealistic version of you. On the contrary, it is the humble promotion of your genuine, rounded identity, the one that really makes you. How to make the most of it to be on headhunters’ radar is what we’re telling you in this post.

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Employés toxiques

Are your co-workers toxic ?

Temps de lecture 3 minutes

We’ve all known co-workers who keep on bossing around, complaining or gossiping at the coffee machine rather than contribute positively to the organisation. On top of being annoying, they are also toxic… and contagious.

One explanation for these toxic personalities is jealousy, lack of talent, inferiority or superiority. This misbehaviour, when it stems from Top Management, flows over and contaminates a company.

What if master manipulators, narcissists, gaslighters were… assholes

We have given them all sorts of names, e.g. manipulators, narcissists or gaslighters … What if these toxic people were just “assholes”?

While some of them do not realise how harmful their behaviour might be, others are way more skillful to the extend of taking a mischievous delight in ruining the lives of their colleagues. This attitude, based on arrogance, bigotry and unreasonable convictions, shapes in groups and in hierarchy. We must say that companies are a thriving place for these behavioural patterns to flourish. Yet, some of them are not easy to identify as they blend into open spaces. But, when the time comes, they burn us out, demean us and disrespect us. Do you have any names in mind ?

Toxic personalities thrive in competitive environments 

The most toxic personalities are those who affect your life at work, ruining your projects to climb the managerial ladder faster. Let’s face the music and call this attitude corporate violence. An e-mail sent to your hierarchy when you have made a mistake, fuzzy orders, lies, gossips, nasty remarks or a fraudulent use of your work are just a few examples of how this attitude takes shape. The thing is consequences are significant with employees no longer willing to take initiatives or make suggestions for fear of being humiliated. Some, often high flyers, resign, file complaints of harassment or are in a burn-out situation.

The Luxembourg dedicated group, Mobbing ASBL, recorded some 200 cases of harassment in 2018 – a figure which is certainly below reality. We must admit that toxic personalities thrive in highly competitive working environment. Naturally, the more you are surrounded by these individuals, the more you adopt their attitudes. In other terms, their toxic effect turns out to be highly contagious. Conversely, if top management shows respect, employees will share this value.

Recognise toxic personalities 

Some toxic people are not aware of how harmful their behaviour could affect other people. In this case, you need to provide support and guidance to help them break away from this style. As for genuine toxic personalities, the situation is different. Let’s be clear: we are not changing toxic individuals who are conscious of their power. The only solution, unfortunately, is to dismiss them even if it means losing skillful people! I’ve heard too many times in my career: “yes, we know, but we need him or her” or “No one else can fill in “! Answering as such is disrespectful to other employees and makes the company a partner in crime.

Once you’ve dismissed toxic personalities, you need to think about why this behaviour developed within your company. It is at the source that action must be taken. One solution is to use a headhunter who will help you to avoid recruiting such profiles. A thorough analysis of candidates’ personality, based on concrete and precise examples of their background and management style, as well as knowledge of the market, will be the keys to the success of your recruitment. The headhunter will also analyse if the candidate’s values match those of your company. Learning to recognise these personalities when recruiting requires experience and methods.

We have all met toxic co-workers who usually thrive in changing organisational structures, fuzzy missions and floating environments. It is necessary for employers to protect their talents from the psychological damage caused by these toxic personalities.

Have you ever had any difficult relationship with your colleagues? What were the consequences on your work and motivation?

Let’s recruit your talent together!

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Offboarding

Why an efficient Offboarding experience is good for business

Temps de lecture 3 minutes

Few companies have adopted an offboarding process to optimise employees lifecycle. Yet, well-executed offboarding helps you maintain a positive employer brand by supplying employees one last good experience to remember you by. And it is particularly valuable in a world where descriptions of employee experience on websites or where people speak in their networks can directly influence prospective hires or clients.

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wage transparency

Is wage transparency right for your company ?

Temps de lecture 3 minutes

In a digital age where transparency is the norm, there is, however, one big exception: discussing salary is still an office taboo. Yet, wage transparency is a mark of progressive thinking in the future of work. Let’s talk about a controversial topic in Luxembourg.

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employer brand

Employer Brand: Get an inside-out approach

Temps de lecture 3 minutes

How can organisations build a compelling brand that not only attracts talent but also creates the right experience for employees? And how does this in turn serve as a retainer of top talent? Progressive organisations are finding the answer to such a challenge by deconstructing the elements of their own employer brand and introspecting. 

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women

Women and their ambiguous relationship with power

Temps de lecture 3 minutes

Women have been fighting for equal rights for generations. The year 2018 marked a new moment for them. Luxembourg can pride itself in (nearly) closing gender pay gap and in revamping its parental leave. So, has Luxembourg succeeded in breaking the glass ceiling ? In this post, we’re examining the ambiguous relationship between women and power.

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competences et talents

Why bad managers add to talent shortage

Temps de lecture 3 minutes

Talent shortage has become a buzzword. Is it a myth or a reality? Can talent shortage be the result of bad management? Whereas a company used to be defined by its products or services, in today’s economy a company’s know-how and the skills of its employees define what it is. This new paradigm explains why making profits and creating jobs will no longer be a company’s overall objective but instead the consequence of the value of its know-how. So, the challenge is now to move from a capital-intensive model, based on skills, to a human-intensive approach, based on talent. Discover how we can overcome talent shortage.

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recruitment process

Source. Recruit. Integrate. Don’t repeat.

Temps de lecture 3 minutes

The digital revolution has dramatically changed recruitment practices by creating a broader job market with profiles instantly available. This new reality involves rethinking aspects of the recruitment process. Find out why designing a sourcing strategy, increasing the quality of recruitment and building an onboarding plan can really make a difference.

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